THE EVALUATION SYSTEM AT THE CENTER ESSENTIALLY REQUIRES THAT GOALS BE STATED IN MEASURABLE TERMS, THAT DATA RELEVANT TO GOALS BE COLLECTED, AND THAT GOAL ATTAINMENT BE EVALUATED ON A REGULAR BASIS FOR BOTH DOCUMENTATION AND FEEDBACK. EVERY SERVICE COMPONENT OF THE CENTER, EVERY STAFF MEMBER, AND EVERY CLIENT IS INVOLVED IN GOAL SETTING, DATA COLLECTION, AND EVALUATION. THE MOST EFFECTIVE ELEMENTS OF BEHAVIOR MODIFICATION (MODELING, SHAPING, CONTRACTING, BASE RATING, AND REINFORCEMENT) HAVE BEEN APPLIED TO EFFECT PARTICIPATION IN THE EVALUATIVE PROCESS. OUTPATIENT SERVICES OFFERED BY THE CENTER INCLUDE DIAGNOSIS AND THERAPY, INTAKE, CRISIS CARE, AND AFTERCARE. INTENSIVE MANAGEMENT SERVICES INVOLVE INPATIENT AND DAY TREATMENT, AND SPECIAL SERVICES INCLUDE CONSULTATION, EDUCATION, SATELLITE TREATMENT OPERATIONS, AND ALCOHOLISM REHABILITATION. THE STAFF OF EACH SERVICE COMPONENT CONTRIBUTES TO THE EVALUATION PROCESS BY PREPARING A FORMAL SERVICE DESCRIPTION SUBMITTED AT THE BEGINNING OF EACH YEAR. THIS DESCRIPTION MUST CONTAIN A STATEMENT OF GOALS, CRITERIA FOR EVALUATION, OPERATING PROCEDURES, AND INFORMATION ABOUT THE STAFF AND FACILITIES. ANNUALLY, AFTER DATA COLLECTION IS ACCOMPLISHED, PROCESS AND OUTCOME RESULTS FOR EACH SERVICE COMPONENT ARE COMPILED. INDIVIDUAL GOALS FOR PERSONNEL ARE SPECIFIED IN BEHAVIORAL TERMS AND ARE RANKED ACCORDING IN ORDER OF IMPORTANCE. THE SERVICE COORDINATOR MONITORS THE THERAPIST'S PERFORMANCE WITH CLIENTS IN ORDER TO IDENTIFY BEHAVIORS OF THE THERAPIST WHICH NEED TO BE ALTERED. STAFF PERFORMANCE IS RATED ACCORDING TO A POINT SYSTEM ANNUALLY; AND REWARDS, IN THE FORM OF SALARY INCREASES, ARE GIVEN ACCORDINGLY. AS A PROCESS EVALAUTION SYSTEM, THE HUNTSVILLE APPROACH IS THOROUGH, EFFICIENT, AND DYNAMIC. IT HAS PROVEN TO BE A COST-EFFECTIVE MANAGEMENT SYSTEM AND HAS PROVIDED A LEVEL OF EMPIRICALLY-BASED ACCOUNTABILITY THAT IS INFREQUENT AMONG HUMAN SERVICE PROVIDERS. FORMS AND GRAPHS ILLUSTRATIVE OF THE EVALUATION APPROACH ARE INCLUDED. (DEP)